Whatever kind of business is started, from humble beginnings, the meaty problem of staff engagement and management will come up at some time in the future. There will be the matter of statutory annual leave, which currently stands at 5.6 paid weeks. This is fairly straight forward until you get the part timers – maybe the paid help with the accounts or packing duties etc. Their holidays are paid pro rata on a different scale and it can be a bit bewildering to work out without the assistance of an advisor who knows their subject.
When you look down the list of paid allowances that must be taken into consideration when employing anyone, it can send a prospective employer into a cold sweat. In addition to paid holiday leave, these can include maternity & paternity leave; bereavement; adoption; and these enlightened days now cover for neo natal time off, for when things don’t go according to plan with an employee’s pregnancy and confinement. There are also the rather thorny sick leave and unfortunately, sometimes, the redundancy issue will arise. Any or all of these subjects may need to be addressed at some time or other, in a calm, sensible manner. The very best way to deal with them is to invest in a subscription with a recognised business advisory group from the start of the business – it will soon be apparent that the fee is so well worth it if any of the above needs sorting out!